How many of your employees are older than you? Your current
answer doesn't matter -- quite soon you'll likely report
that many of your workers are older, and, what's more,
you'll be singing their praises.

"Initially, it was very awkward for me to hire and manage
older people," admits Jay Goltz, 42, owner of three
Artists' Frame Service stores, a $10 million business in
Chicago, and author of The Street-Smart Entrepreneur
(Addicus Books). "But that was 20 years ago when I was 22 and
everybody was older than me. It took time for me to get
comfortable with managing older workers, but today, I'd guess
one-third of my 120 employees are older. And I have absolutely no
complaints about that."

Power In Numbers

Chew on this: Thirty-five million Americans (13 percent of the
population) are over 65 years of age, and this 65-plus group is
currently the fastest-growing population group tracked by the U.S.
Census Bureau. In fact, the Census Bureau estimates that this group
will comprise 20 percent of the total U.S. population by 2020.

But that's just one sign of a nation that, across the board,
is rapidly graying. As baby boomers continue to cross the 50-year
mark and health care continues to rapidly advance, we're all
living longer, higher-quality lives. The most telling statistic:
The Census Bureau projects that America's median age will shift
from 34 in 1994 to 38.7 by 2035, an immense jump for such a large
and diverse country.

According to Gangaram Singh, a professor of human resources
policy at Case Western Reserve University's Weatherhead School
of Management in Cleveland, if you study the statistics, the simple
fact is that with current economic conditions, including low
unemployment and worker scarcities, "The pool of young workers
is no longer sufficient to meet employment needs."

Is that an unsettling reality? Say "yes," and
you're in the majority. Most managers approach the notion of
supervising workers older than themselves with sizable anxiety.

"Age is often referred to as `the subtle
bias,' " says Elissa Perry, an assistant professor of
psychology and education at Columbia University Teacher's
College in New York City and a specialist in age discrimination.
"While most companies recognize the need to address gender and
race diversity and the tensions that arise [from that], few have
done anything but ignore age diversity."

For its part, the federal government has already addressed these
tensions. The Age Discrimination in Employment Act of 1967 (ADEA)
sets out unmistakable protections for workers 40 years of age or
older. The Equal Employment Opportunity Commission (EEOC), which
enforces ADEA, spells out the law's impact: "Under the
ADEA, it is unlawful to discriminate against a person because of
his/her age with respect to any term, condition, or privilege of
employment--including but not limited to hiring, firing, promotion,
layoff, compensation, benefits, job assignments and training."
That's a sweeping law, and, especially as more small businesses
see an increasing number of older job applicants, it's a law
you need to digest. Bumping up against ADEA can be every bit as
painful (and expensive) as running afoul of the sexual harassment
or race discrimination laws the EEOC administers.

The trouble is, many businesses violate ADEA, possibly
unintentionally. "Many studies have shown when an older and a
younger job candidate apply for an entry-level position, the
younger candidate more consistently gets the job," says Perry.
"That has to change."

Singh agrees. "There are many stereotypes against hiring
older workers," he says, ticking off the three most
common:

Older workers are absent more frequently.

Older workers are short-term employees who only stay on the job
briefly.

Older workers are less productive than younger workers.

"None of these stereotypes are true," says Singh.
"Research has shown them all to be false, but many employers
entertain these beliefs, and that makes them reluctant to hire
older workers."

Adds Perry: "Businesses hold more myths about older
workers, probably subconsciously. For instance, you'll hear
that older workers are more accident prone, but there's no
basis for believing it. You'll hear older workers will not
retrain; there's no evidence that a willingness to retrain has
anything to do with age."

Older But Wiser

Obviously, hiring older workers needn't be damaging to your
business. In fact, it may add a competitive zing to your work
force. "Older workers are a very underutilized resource,"
contends Perry. "Most companies don't understand the
advantages of hiring them."

Jay Goltz heartily agrees with the endorsements of graying
employees. "Older workers are often less trouble than younger
workers," he says. "They've already figured out the
rules for succeeding on the job.

"So many of the 20-year-olds [I've hired] have never
had another job, and from them, I often hear what I call the
`f-word'--`fair.' `It's unfair that I can't
park in front of the business, but the customers can.' I
don't hear that kind of thing from my older workers,
ever."

But, still, aren't older workers resistant to taking orders
from younger bosses? That may be the big psychological stumbling
block for many managers, but, says Singh, "A lot of older
workers have taken instructions from bosses all their lives. They
understand the role of the boss, and the boss's age won't
matter to them."

Often the hang-up rests with the business owner. "The
problem of managing older workers is 75 percent in your own
head," says Goltz. "Show them respect, and you'll get
the same back. They know who the boss is. Act like one, and you
won't have problems."

One tip to defuse possible tensions, says Perry, is to try to
shift attention away from the age difference. Age is just one of
many things people potentially have in common. There are also
hobbies, shared values and common interests. Put plainly, you may
be a generation younger than Joe, but you're both San Francisco
Giants fans, love hot dogs and can't wait for baseball season
to start. As you focus on those shared interests, Joe's birth
date will matter less and less in your mind, suggests Perry.

Make no mistake, however: Some older job candidates might
grumble at taking orders from "a kid." Regardless of age,
that's what interviews are for--to sort out who will mesh with
the chemistry of your workplace and who won't.

Keep in mind, too, that older workers know that plenty of
businesses discriminate against them throughout the hiring process.
Because they want to keep their jobs, odds are, despite moments of
occasional irritation that may crop up, their overall attitude just
might be gratitude toward a boss who saw their potential despite a
few gray hairs. "Research shows that older workers value their
jobs more than younger workers. It also shows that they are less
likely to quit and are more likely to stay committed to the
organization," says Singh.

Can you really afford to ignore all the positive attributes
older workers offer? "There are no valid arguments that older
workers perform less effectively," says Singh. "They are
good workers, and they want to work."

Contact Source

Artists' Frame Service Inc., (773) 248-7713,
fax: (773)880-8801

Robert McGarvey writes on business, psychology and management
topics for several national publications. To reach him online with
your questions or comments, e-mail rjmcgarvey@aol.com